We’ve been living through possibly the biggest change in working patterns since the industrial revolution. Technology was already pushing us in this direction, but the Covid-19 pandemic prompted an almost immediate shift to working from home that nobody could have foreseen. Is this shift set to continue? What are some of the ongoing hybrid working patterns being trialled in the market? What will work, what are the challenges and what can be done to ensure that we don’t lose out in the war for talent. Why not join Julie Osborne and Kate Wilson of Osborne Thomas for our half hour webinar to explore some of the thinking and research on hybrid working and the impact this is having on the ability of local authorities to attract and retain the people needed to deliver effective services.

1. The future of work
has changed.
Quote: “If one more person says to me we need to start thinking about
returning to work, my response is going to be along the lines of ‘what do
you think I have been doing these past 19 months?’”
Kate Wilson, Business Development Manager
07768 885564 / kate@osbornethomas.org

3. John Gray, Vice President, UK Operations at Emsi Burning Glass, said:
“Growth in employer demand over recent weeks has not only been extremely
strong, it has also been comprehensive in terms of geographies and sectors. The
fact that the number of online job postings grew in all but three local authorities in
the last week, and across the majority of occupations, is testament to just how
strongly demand for workers has picked up right across the country since the steep
decline last year.
“However, although demand is strong, numerous stories in the media and from
employer groups suggest that many local authorities are really struggling to hire
at the moment. This will pose interesting questions for them as to how they attract
the workforce they need, including looking at the remuneration they are offering
and including a more compelling and flexible benefits package.”

4. Percentage of employers with hard-
to-fill vacancies by industry sector
The Osborne Thomas experience
By job discipline:-
Place, Neighbourhoods,
Communities
Professional services; HR, IT &
Digital, Finance, Data & Analytics,
Transformation, …
Social care
By job type:-
Directors & Assistant Directors
Heads of Service
Project/Programme Management
Fixed term contracts

5. Employer plans to help alleviate
hard-to-fill vacancies (%)
The Osborne Thomas experience
• Where is flexible working/creating
new working models?
• 80% of jobseekers want to feel
their work has greater
meaning; 65% want a sense of
real purpose; more than 80%
want greater flexibility.
• Over a third (37%) of
employees are considering a
change of sector or type of
work; more than half of these
are looking to the public sector.
• 53% of employees highlighting
being able to WFH for some of
the time is important.

6. • Resistance to returning to the office
• 40+ age bracket particularly
• Flexible working patterns
• Permission to “pop” out
• Less bureaucracy/increased haste to get things done
• We have the technology; let’s use it
• Contribution to the environment/carbon footprint
• Lack of confidence in health & safety in the office
It’s now an employee (candidate) market

7. How are some employers responding?
Hybrid
working
policies
Hot desking &
rota systems
Be selective
of bank
holiday
working
Choose your
working week
– Mon-Sun
Flexible work
patterns
Location
transfers &
increased
local office
spaces

8. “The challenge for tomorrow’s leaders is to manage an
organisation that is not there in any sense in which we are
used to.”
Charles Handy

10. Smarter recruitment practices
Candidate
Consider &
Engage
Time
Cost
Location
Employer
brand
Collaborate
Flexibility is key

13. Might you be here?
• In deliberations re hybrid working policies and patterns?
• Worried about maintaining corporate culture?
• And keeping employee communications fluid?
• Battling with the politicians?
• Anxious that you are losing employees?
• Particularly if you being inflexible re hybrid, etc?
• Concerned about local connectivity?
• Especially if you are recruiting from far afield?
• Thinking your technology may not be sophisticated enough

14. Summary - Workforce themes today
• Flexibility and agility in performing jobs
• The use of virtual technologies
• Morphing of roles and responsibilities
• Creation of new roles
• Engaging talent from further afield
• Employee and candidate expectations
• The list goes on and is rather long…and to an extent unsure…

15. Thank you.
Q & A and debate…
Kate Wilson, Business Development Manager
07768 885564 / kate@osbornethomas.org